You want to know how to quit your job and move to a new beachfront suite under the stars at Villa Santa Cruz in Todos Santos? No way am I going to tell you how if you still have the same ‘Jeff Bezos’ idea about work-life balance. Last week, I took my first international trip in 16 months. Swiping my passport at a Global Entry kiosk in U.S. customs felt odd. While I missed travel, I worried about the return to “business […]
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Self-love is the process of knowing yourself, connecting with your inner self, overcoming self-limiting beliefs, letting go of everything that doesn’t serve you, and falling in love with yourself.
Self-love helps silence the fear of rejection, our inner critic, and instead befriend it to serve us rather than taunt us. And we develop confidence in what we stand for, when we know who we are from within. With self-love, we are able to let go of self-judgment, negative thoughts, opinions, and people who are not aligned with us.
When we accept ourselves wholly for who we are, people around us also start seeing us in the same light. Likewise, when we love what we do and do what we love, we are alive and soaring in all that we do. This further draws others with positive energy to us. Ultimately, that power of love for yourself, will not only elevate your relationship with yourself, but enhance and deepen your relationship with work, family, life, and everything around you.
Giving your reasons for leaving a job helps interviewers determine what satisfaction and engagement at work looks like to you. It can also shed light on what your long-term career plan is and what you want to get out of a new role.
1. More responsibility and better career growth. Wanting to develop your skills can be one. Give examples of the kinds of skills you want to build on and tangible ways you’d like to go about doing it.
2. A career change. A new direction professionally, to find interesting and meaningful work.
3. Company reorganization. It’s helpful to give some examples as to why the new structure isn’t working for you. And what you’ve done to try and improve things and what you’d change.
4. Better work-life balance. Try and focus on what you’re seeking for in the long term. Whether it’s remote work, a four-day work week or flexible hours.
5. Relocation. Explain why you’re making the move.
Avoid launching into a barrage of complaints about your former workplace, colleagues or manager.
Recommended reading list;
- Millions of workers say they will quit if forced to return to office full-time
- Requiring employees to return to the office? Get ready for them to quit
- Do You Want to Quit Your Job? Are You Exhausted?
- Should You Stay At Your Job Or It’s Time To Quit?
- How Employers Can Keep 2021 From Being The Year of ‘I Quit’
- How To Keep Employees Looking To Quit Post-Pandemic
- Her Work-life Balance Wasn’t Working. So a Former High-flying Lawyer Quit
- Just over 6% of workers say they would quit their jobs if told to go back to the office 5 days a week
- Tech workers are getting ready to quit. Here’s what is pushing them to leave their jobs
The word “flexible” is broad, and could mean a flexible location, flexible hours, an ethos of flexibility, and many other things that is peculiar to each organization and employee.
Consider these tips to determine what flexibility means to your workforce so you can make sure that policy changes are relevant. But first, take a step back and look at what workplace flexibility could mean.
What Flexibility Means In 2021
Flextime. This can be remote working and ability to set hours outside of the traditional 9-to-5 timeslot. Or, allowing compressed work schedules, which let employees complete the usual 40 hours in fewer than five workdays.
Location. Ability to work outside of the office, like during the pandemic. Or in a hybrid work environment where employees have control over how many days a week they show up in person.
Reduced schedule. Programs such as job sharing and phased retirement give employees a chance to step back from full-time employment while still working at your organization.
Paid Time Off (PTO). A generous—or even unlimited—amount of paid for time, when employees have the freedom to take (and use) the time they need to be productive (doing work or non work related activity).
Finding Out What Flexibility Means To Your Staff
1. Gather information. Start by conducting a survey to get a sense for what your staff wants out of a flexible workplace. Ask specifically about the above workplace policies, what they’ve liked or haven’t liked about remote work, and how their productivity has been affected since having the freedom that remote work provides.
You can continue the conversation by setting up company town hall meetings, focus groups, or one-on-one discussions to dig deeper into what your staff wants.
2. Consider industry trends. On top of employee preferences, there might be certain flexible work policies that are more relevant to your organization than others. For example, if onsite work is required, you can’t offer remote work but could still opt for flextime.
You can also ask other organizations if they’ve taken steps to make work more flexible for their employees and consider how those policies would apply to your own workforce.
3. Shadow employees and reassess. Once you implement your own brand of workplace flexibility, see how your workforce responds. How has productivity been affected? What is the feeling around the office? Have you noticed any roadblocks that you didn’t consider during your knowledge-gathering stage?
Go to Associations Now to check the following related articles;
- How to do flextime the right way
- Five tactics that will make your workspace more collaborative
- Reentry anxiety may affect return to the office
There’s a notion being sold and perpetuated, as our jobs have become increasingly entangled with our personal identities. It is the idea that work isn’t so much a means to an end; paying bills, putting food on the table, and financing our lives. But rather a way to live out our passions and realize our dreams for 40-plus hours a week. Hey, wake up to reality! This is how to be happy at work because your dream job is a farce.
This is how to be happy at work without ‘enmeshment,’ a phenomenon that psychologists,” says involves increasingly blurry lines between the self, work, and personal identity.
This concept is emboldened by the idea of a “dream job,” which you can see plastered onto questionably predatory job listings, listicles, and the musings of motivational speakers. The idea is undeniably a trap—how can work, regardless of what you do, assume qualities that don’t feel like work? But the concept remains a fixation for workers who strive to claim a certain sense of fulfillment from their careers.
Does a dream job exist?
If you’re a consultant who pledges to help unhappy workers find their ideal calling, then sure, dream jobs are real. These career coaches and workplace guides perpetuate the idea because it’s profitable. Or at least lucrative enough to keep the dream, so to speak, alive.
“A job is the work you do and the people you work with and the culture of the place you work. Some of that you can seek out, some of it you can control, but a lot of it just happens organically.”
In an aspirational society that celebrates rockstar CEOs, it’s no surprise that many Americans are gunning for their dream jobs. But this is in what’s ultimately a futile quest to attain something that doesn’t necessarily exist. Of course, having such lofty expectations can set workers up for a dramatic crash when reality sets in.
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You Have Control
Studies show that a boss’s work-life balance is an important factor in the work-life balance of their employees. And that if all of us can better utilize our downtimes, everyone will likely to be physically and emotionally healthier.
Recommended: The Third Space according to Adam Fraser is the transitional gap in between what we do. It is not what we do that is the most important. It is what we do, in between what we do, that is what’s the most important.